Know Your Rights

Now that Denver Art Museum Workers United is officially certified as a union, all union workers have Weingarten Rights. This is the right to request representation during an investigatory interview.

  • National Labor Relations Act Section 7 is the right of union-represented employees, upon request, to have their representative present during an interview that employee reasonably believes could lead to discipline.
  • If you are called into a meeting with management you can say this: “If this discussion could in any way lead to my being disciplines or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present in this meeting. Until my representative arrives, I choose not to participate in this discussion.”

Federal law gives us, all eligible employees, the freedom to unite and build a better future at the Denver Art Museum. We have a legally protected right to organize a union, which includes the following activities: 

  • discussing workplace issues and improving the Denver Art Museum during work hours (the same way conversations on other topics are allowed) 
  • distributing union-related literature during non-work hours (i.e., during break time, before/after work hours, on your day off) 
  • wearing union buttons and lanyards 

It is unlawful for an employer (such as supervisors, senior managers, or the board of directors) to interfere with, restrain, or coerce employees seeking to organize or join a union. They cannot: 

  • tell employees that they will fire or punish them if they engage in a union activity 
  • lay off or terminate any employee for union activity 
  • threaten employees in an attempt to influence their vote on the union 
  • promise or withhold wage increases to keep employees from forming a union 
  • prohibit union activists from asking others to join the union during non-work hours 
  • ask employees how they intend to vote on the union 
  • ask employees whether they have signed a union card 
  • ask employees about confidential union matters such as union strategies, meetings, etc. 
  • create/change work assignments to punish an employee because of their union activity 
  • tell employees that existing benefits will be discontinued if the company is unionized 
  • say unionization will force the employer to lay off employees 
  • say unionization will take away vacations, benefits, and arrangements presently in effect 
  • promise employees promotions, raises, or other benefits if they vote no for a union 
  • tell employees that because of the union, the regular pay raises will be stopped/delayed 

How Managers and Supervisors Can Support Our Organizing Effort 

  • encourage direct reports that their organizing efforts are respected and supported 
  • voice public support for unionization efforts 
  • speak up for staff in meetings with HR and senior leadership, emphasizing how union-busting efforts conflict with the organization’s mission or values 
  • educate other managers why workers are organizing, dispel misinformation, and emphasize that wage and benefit gains negotiated by the union members are likely to uplift non-union management staff as well 
  • encourage the organization’s leadership to voluntarily recognize the union without requiring an election if a majority of workers sign union authorization cards